How to Succeed in Competency-Based Interviews: A Step-by-Step Guide

Competency-based interviews (also known as behavioral interviews) are a powerful interviewing technique that allows interviewers to draw out specific, real-life examples of how candidates have behaved or performed in past situations. This approach enables interviewers to assess your abilities and experience more holistically, while minimizing bias.

Unlike traditional, unstructured interviews, which gather general information, competency-based interviews require you to provide concrete examples of your past actions. This reduces the possibility of giving generic answers like, “I work hard and always meet my targets.”

Though commonly used by multinational companies, competency-based interviews have also gained popularity among domestic Japanese companies.

Examples of Competency-Based Questions

Traditional Question: “What can you offer to our company?”

?Likely Answer: Hypothetical response, missing key elements the company is seeking.

Competency-Based Question: “How have you contributed to the success of your company in the past?”

?Ideal Answer: A concrete, real example showcasing your skills and past performance.

Traditional Question: “What is your management style?”

?Likely Answer: Idealized version of your management style, not necessarily reflecting reality.

Competency-Based Question: “Tell me about a time when you influenced your team to achieve a target.”

?Ideal Answer: A specific example of how you motivated your team, supported by real outcomes.

How to Prepare for Competency-Based Questions

Competency-based interviews are structured around specific skills, values, and competencies necessary for success in the role. To prepare effectively, follow these steps:

Step 1: Think Like an Interviewer

Consider the role you’re applying for and identify the key skills, competencies, and values (SCVs) the company likely seeks. These could include soft skills like leadership, creativity, and conflict management, as well as job-specific hard skills. . You can often find company values on their website, which can give you a deeper understanding of what they prioritize. By thinking from their perspective, you’ll be able to anticipate the kinds of questions they may ask.

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Step 2: Match Your Experience with SCVs

Review your resume and match your past roles with the competencies you’ve identified. This exercise helps you recall relevant tasks and experiences that might otherwise slip your mind. By linking your previous work to the required SCVs, you can showcase your most relevant experiences during the interview.

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Step 3: Identify SCV Milestones

A common mistake candidates make is not preparing specific examples ahead of time. Under pressure, it can be difficult to recall the right story or to structure your answer clearly. That’s why it’s crucial to identify key milestones in your career that demonstrate the required competencies. Prepare your answers using the STAR method (Situation, Task, Action, Result). This approach will help you frame your responses in a clear, concise, and impactful way.

The STAR Method

For every SCV you’ve identified, structure your response using the STAR method:

By using the STAR method to organize your responses and aligning them with the competencies the company values, you’ll be well-equipped to handle any competency-based interview. Even if the interviewers' focus differs slightly from what you anticipated, having clear, well-organized examples ready will allow you to confidently navigate any question.

Competency-based interviews offer a great opportunity to highlight your real-world experience and demonstrate how you’ve applied your skills to solve problems. Preparation is key: the more you can align your experience with the company's values and competencies, the stronger your chances of standing out.

So, take the time to prepare, get into the right mindset, and approach your next competency-based interview with confidence—you’ll be one step closer to securing the job you want.

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